Sr. Executive HR

1 Bulk & Lateral Hiring (Core Mandate) ► End-to-End Recruitment: Own the complete recruitment lifecycle — requisition intake, sourcing, screening, interview coordination, offer negotiation, and closure — for a high volume of concurrent open positions. ► Bulk Hiring: Plan and execute large-volume hiring drives (walk-ins, hiring days, campus-linked bulk drives) for roles such as sales, service/technical, warehouse, and support functions. ► Lateral Hiring: Independently manage niche and mid-to-senior lateral positions requiring targeted, precision sourcing across specialised skill sets. ► Multi-Requisition Management: Simultaneously manage a large, diverse requisition load across multiple functions and locations without losing pace or quality on any single role. ► TAT Ownership: Track every open position against its TAT, proactively flag risks, and course-correct sourcing strategy to keep every requisition on schedule. 2 Sourcing & Job Portal Expertise ► Portal Mastery: Expert-level, hands-on working knowledge of all major job portals and sourcing platforms (Naukri, LinkedIn Recruiter, IIM Jobs, Indeed, Foundit, referral platforms, etc.), including advanced/Boolean search techniques. ► Channel Optimisation: Continuously evaluate and optimise the sourcing-channel mix (portals, referrals, consultants, campus, social media) for cost and speed. ► Pipeline Building: Proactively build and maintain a warm pipeline of active and passive candidates for recurring and hard-to-fill roles, so positions can be filled faster than a cold start. ► Employer Branding: Represent Vashi professionally to candidates at every touchpoint, ensuring a strong candidate experience that supports the employer brand. 3 Stakeholder Management ► Hiring Manager Partnership: Build strong, trusted working relationships with hiring managers and functional leaders across the business; understand role nuances beyond the JD. ► Requirement Definition: Proactively challenge vague or unrealistic requirements, guide hiring managers toward a hireable, market-aligned candidate profile. ► Expectation Management: Set clear timelines and expectations with stakeholders on every requisition; communicate proactively on progress, roadblocks, and trade-offs. ► Influence Without Authority: Confidently push back on interview delays or scope creep, and drive hiring managers toward timely decisions to protect TAT. 4 Offer Management & Closure ► Negotiation: Lead compensation discussions within approved bands; manage counter-offers and competing offers to maximise offer-acceptance rates. ► Candidate Closure: Own the candidate relationship through to joining — proactive follow-ups, pre-boarding engagement, and offer-drop mitigation. ► Documentation & ATS: Maintain clean, current requisition and candidate data in the ATS; ensure hiring documentation meets internal audit standards. 5 Reporting & Continuous Improvement ► Metrics Ownership: Track and report TAT, cost-per-hire,…